Individual Employment Agreements: Are Yours What They Should Be?

Times they are a-changing – and quite rapidly, thanks to advances in technology and the impacts of COVID-19.

In spite of that, some things will always remain the same when it comes to people management. One of those is the legal need for individual employment agreements for each of your staff members.

But even these standard documents need to evolve with the times. With flexible work arrangements and lockdown restrictions becoming the norm, it’s essential to modify your individual employment agreements (IEAs) to reflect any changes to salary, hours, location or job description.

So, let’s look at why IEAs are so vital, what changes you may need to make to them due to the evolving workplace climate, and how to modify them.

Individual Employment Agreements: Are Yours What They Should Be?

The Value of Individual Employment Agreements

Employment agreements can be collective or individual, but the bottom line is that they are a legal requirement under the Employment Relations Act. If you employ someone without a signed agreement, you could face fines of up to $20,000.

Beyond legal compliance, employment agreements provide enormous value for both employer and employee. The same can be said about job descriptions (JDs) and employee handbooks. Although a handbook isn’t a legal requirement, all these documents help outline the expectations for both parties.

Clear communication is vital in any working relationship, and these documents set the scene for effective communication from the beginning. They outline exactly what is expected for the employer and the employee, including the rights, obligations and responsibilities of each.

New employees know exactly what’s expected of them, and there’s no confusion. This enables them to perform to expected standards, and simplifies the performance management process for managers.

The Benefits to Both Parties

The IEA and accompanying documents cover things like job performance and indicate what actions could result in a termination, guiding employees on how to act appropriately to align with your organisation’s workplace culture.

When these conditions are clearly stated, employers have recourse to take disciplinary actions if they are breached.

With salary, benefits, time off, work hours, and general expectations clearly outlined, everyone is on the same page, reducing the chance of conflict and miscommunication. These documents really do form the backbone of a positive work relationship and workplace culture.

Modifying Employment Agreements

In today’s working climate, it’s quite likely that an employee’s role or working conditions will change at some point during their time with your organisation.

More people are already working from home or considering flexible working arrangements thanks to COVID-19.

As such, it’s vital to modify individual employment agreements to reflect these changes. But as with the initial agreement you made when hiring, these changes can’t just be decided by the employer and forced upon an employee.

They must be mutually agreed upon, and there is a process to follow, even amidst the uncertainty of COVID-19.

Any modifications should be preceded by a consultation period, where managers clearly explain the changes and why they are being proposed. Employees must then be allowed time to consider the proposal and given an opportunity to provide feedback or offer alternative suggestions.

Any adjustments to the IEA must be made in good faith, agreed to in writing, and signed by both parties, regardless of whether it’s a temporary or permanent change to the agreement.

The key words here are “good faith”. We understand that everyone is under increased pressure during lockdowns, and many are facing hard times, but none of this removes the need to treat each other fairly and kindly.

Accommodating Different Ways of Working

Of course, it’s not just employers who can instigate a change to IEAs. Employees also have the right to ask for flexible work options, including changes to their hours, days, and place of work.

If employees are shifting to remote work or working from home, even temporarily, it’s still the employer’s responsibility to protect them from workplace health and safety risks – both physical and mental.

Due to restrictions around COVID-19, businesses may have to find different ways to operate to keep everyone safe and comply with regulations, such as staggering start times or offering work from home opportunities. These changes may be permanent or temporary, but the length of time should be outlined in the IEA.

Any change in hours – whether a reduction or a return to normal hours – must be stated in writing in the employment agreement or variation to agreement and signed by both parties, after the employee has had time to consider the changes.

In some cases, an employee might agree to a change in job description where necessary. As with any other modifications to the IEA, the employer has to follow the correct processes for these changes.

An individual employment agreement is a vital document that protects you and your employees, provides clarity, and ensures everybody is treated fairly. Right now, and perhaps for years to come, the workplace is rapidly evolving, so your employment agreements must evolve too.

If you need support or advice about how to handle your IEAs, contact Spice HR today.

What The “New Normal” Means For The Wellbeing Of Your Team

With everything that’s happened in the last year, it’s safe to say that wellbeing, life – and work – as we know it has changed. Every month that passes shows us how unlikely it is that things will return to exactly the way they were.

Business looks different, work-life looks different, and these changes aren’t so temporary anymore. That means it’s time to progress out of survival mode and into thrive mode.

Organisations need to look at workplace trends and think seriously about where they should be investing their time and energy. We need to think about staff wellbeing in the context of the “new normal”, how we can retain a cohesive team environment in these times of change and uncertainty, and how to prepare for the “next normal”, whatever that may be.

We know it can be overwhelming, but keep reading for some guidance on where and how you might want to start focusing your attention.

Workplace Trends Post-COVID-19

We know the pandemic is still here, but the immediate shock of it is passing. Businesses and individuals have begun to accept how things have changed, and we have all had some time to sit down, breathe, and take stock of how much has happened in the past year.

So, what’s next?

Time to review how well your team and organisation have adapted to physical distancing/remote working, and look at the trends for 2021 and beyond. Here’s an overview.

Remote working has increased

Well, duh! Yes, clearly, any organisation with the capability to implement remote work has done so.

But what’s interesting to note is that many will continue to explore and experiment with hybrid work/remote work even once the pandemic is under control. The “office” as we knew it will probably never be quite the same again.

Increased data collection

More employers are making use of technology to monitor their employees. Everything from productivity and engagement to wellbeing and employee experience is being tracked and analysed to create safe, productive, and innovative workplaces.

Increase of contingent workers

Many organisations are reducing the number of full-time employees and hiring contingent (freelance/gig) workers instead. This allows them flexibility and helps save costs but may lead to confusion around performance management as well as a loss of team cohesion.

Emphasis on the employer’s role in wellbeing

The pandemic has seen employers playing a vital role in the health and wellbeing of their employees. The emphasis has been on the ability of businesses to provide sick leave, financial assistance, flexible hours, and support for the wider community.

A move from efficiency to resilience

Pre-pandemic, the big focus was on efficiency. Now, the emphasis is more on building resilience in processes and organisations. Systems must be responsive and flexible to adapt to rapidly changing circumstances. Employees must be adaptable and have diverse, cross-functional roles that can navigate change.

What Thinking Do We Need To Alter?

The trends reflect the changes that most organisations have experienced. That is a move away from traditional workspaces and systems, and an increasing emphasis on strong, resilient, flexible teams and processes.

This is a defining time for all of us: how we respond to the trials of the last year will impact the future. And while things have been challenging, this moment in time presents a range of opportunities for businesses.

Choose to be innovative. Strive for more resilient teams instead of trying to recreate what no longer works.
Embrace the possibilities provided by hybrid and remote work.
Introduce initiatives that bolster the wellbeing of your people.
Find new ways to create and control your corporate identity and employer brand post COVID-19.

What Does Team Building Look Like Now?

When it comes to HR, one of your biggest challenges will be rethinking team building. With social distancing and hybrid work now par for the course, team bonding and culture development won’t happen quite so organically.

So, how can you provide spaces and opportunities for your team to bond away from the lunchroom and water cooler?

By behaving with intention and thinking outside the traditional office box.

Here are a few examples:

Host team huddles

Connect your entire team by having a regular online “huddle”. This could be for 15 minutes every morning to check-in and connect, or twice a week – whatever works for your organisation. This is not a formal meeting, but a time to chat, catch-up and check-in with one another.

Schedule virtual meet-ups

People need one-on-one time as well as group-bonding. One to one personal meetings are perfect for that. Facilitate online meet-ups for two people to chat and get to know each other better, or build on an existing established relationship.

Keep the game time going!

When our levels dictate that laser-tag or mini golf are a no-go, there are still plenty of games that can be played virtually by your team. Schedule some fun virtual activities that everyone can attend during a lockdown. Things like quizzes or online escape rooms are perfect.

Learn together

Successful teams learn new things together. Set up virtual workshops and webinars to promote professional development and facilitate online group learning.

Using Extended DISC To Get A More Informed Plan

A remote or hybrid team isn’t doomed when it comes to bonding or performance. In fact, research shows that remote teams can perform better than in-house teams if they are managed in the right way.

Extended DISC profiles can help managers understand the work style and personal preferences of their team members. They provide you with valuable insights into the best ways to manage individuals and bring them together.

You will learn how much support and contact each team member requires from you and what kind of work they respond well to.

If we have learned one thing from COVID-19, it’s the importance of a bonded, resilient team in navigating change. Challenges can bring people together or push them apart. The stronger your team is, the stronger your business is.

Regardless of what comes next, Spice HR is here to help you and your team navigate the new normal and prepare for what’s next. If you’d like advice or support about how to move forward, contact us for a chat today.

Let’s Talk! Who Is Spice HR?

In the vast, wonderful, and limitless world of the internet, it’s easy to forget that there are living, breathing, real people behind the blogs you read, the photos you double-tap, and the posts you like – and yes, even the dreaded comment section! As much as technology seems to dominate the world, humans are still the ones behind it all, and connecting human to human is the core of what Spice HR is all about.

So, what better way to start connecting than by having a chat and giving you a behind the veil glimpse of who we are and what we do!

So come on in, put your feet up, and get to know us – the Spice Gals.

Meet The Spice Gals

No, not the Spice Girls – we are the kiwi-based, business-focused HR version of the famous girl band. And while we might not be able to sing or dance quite as well as the famous five, we do know our stuff when it comes to managing people.

Our duo (featuring Nicole Griffiths and Nichola Gold) started with a power walk, believe it or not! On that fateful day, we talked about our talents and values and realised we both had very complementary skills in the HR world. We ducked into a coffee shop, and by the end of our first latte, we had crafted a plan for Spice HR.

A Facebook page was born, bookings began to come in, and our business began!

The Spice Philosophy

HR has a reputation for being dull and dreary – a tick the boxes, soulless kind of activity.

However, we are pretty much the opposite of what you think you know about HR! Yes, we are HR professionals with vast skillsets, but we are also authentic, spicy, and full of energy and enthusiasm for what we do.

We work closely with businesses to help them do the right thing for staff and improve staff performance. Of course, every organisation – and every individual – is unique, so we tailor our approach to partner with you on your specifics.

We go into a business, get to know the culture and the people, and make decisions around the things that work for them. We are there to back you up, to partner with you, and add the right blend of spice to your business.

Every successful business should be clear on their values, and Spice HR is no different. Our philosophy is literally in our name:

Service – tailored to your business needs.

People – the essential business ingredient

Ideas – we don’t do bland

Culture – no two spices are the same

Engagement – spice it up!

Our Passions

Human resources is a fascinating area to work in. It’s not just about forms, handbooks, and employment agreements (although paperwork is certainly a large part of what we do).

It’s about people.

How they work, how they think, and what they value. Nobody starts a new job with a bad attitude and zero engagement. Most of us are excited, eager to learn, and fully engaged. It’s what happens later that changes things!

Our passions revolve around the following areas:

Engagement And Retention

Staff engagement is one of the most undervalued areas of managing people. Engaged staff allow you to work on your business, not in your business. If your staff are ambivalent – or worse, disengaged – you are too busy putting out fires and doing the work they are not. It’s a huge time waster and not good for anyone!

There are so many ways to increase engagement, and they don’t have to cost money. Nothing is ever broken, and often, only a simple fix is needed. Nine times out of ten, it’s about communication, and ten times out of ten, we can help!

Training And Development

People love to feel as if they are progressing, upskilling, and growing in their jobs. Training and development is an enormous part of that, and an area that we love to explore.

For training to be effective, it must involve a behavioural change. We use professional tools and platforms that can transform your team.

Wellbeing

Remember, people want to go to work and be happy! If they are not, their wellbeing suffers, right along with your workplace culture and business overall. The health and wellbeing of your team is vital, and we have loads of ways for you to improve workplace wellbeing effectively and simply.

Providing Feedback

Giving timely, relevant and useful feedback is the key to all the above areas, but it doesn’t come easily for many managers. We can help you figure out the right way to provide feedback for your business and integrate it into your workplace culture.

Once you’ve got that part down, the engagement, development and wellbeing of your people will flow.

How Are You Doing?

So, that’s us, but no conversation is complete unless both parties have had a chance to speak.

So how are you doing?

How have you and your business navigated the COVID climate? Have you evolved and adapted and learned new skills, or are you still struggling to find your way through? Are your people engaged – are you engaged? What’s missing in your business?

As always, we’d love to hear how you are doing out there, and always welcome the chance for a chat to see if we can help you fine-tune, problem solve, or brainstorm a solution for what ails you.

Thanks for the talk, let’s do it again soon,

Nicole and Nichola – the Spice Gals.

HR Basics – What You Need To Know

Human Resources Management… it all sounds rather clinical, doesn’t it!

But as we all know, people are NOT simple machines. They are complex creatures, and managing them takes time, energy, and understanding.

The people that work in a business are its biggest asset. They can mean the difference between exponential growth and success, and mediocrity – or even failure.

Getting your HR systems and processes in order should be a top priority for any company, regardless of how many employees it has. With the right foundation, any pain points that may appear down the line are easier to manage.

Here are the most important HR basics for any business.

HR Basics – What You Need To Know

Recruitment

Skills and experience are important, but recruiting someone who is the right fit for the role and culture is equally important. When employee values align with company values, employees are happier, more productive, and more loyal. Bad hires are costly and time-consuming, so getting the right person should be a top priority.

Clear Individual Employment Agreements

To protect both the employer and employee, a solid contract is essential. Both parties should understand their rights and obligations. Employment agreements are an opportunity to legally set up the working relationship and are a crucial term of reference if any disputes should arise.

Simple, Up To Date Job Descriptions

A well-written job description is a vital part of a healthy employee/employer relationship. It is useful in the recruitment phase as it helps to match the right person to the position. But it doesn’t stop there. It also allows managers to set employee expectations and manage performance.

Without a job description, there’s no way to track, measure, or manage what your employee does in their role, which can be a recipe for disaster.

Welcome And On-Boarding

Every new employee should be given a standard induction and a chance to be appropriately welcomed into a business from day one. This allows them to review all the paperwork, understand what is expected of them, get familiar with how things work, and start integrating into the team. It also introduces them to the culture of your workplace and ensures they feel part of the team from the very start of their employment.

Handbook And Expectations

Your employee handbook is a vital tool to communicate all the most important company information succinctly and clearly. It should include company policies, health and safety information, codes of conduct, discipline and termination information, as well as any other information specific to your workplace.

Each employee should sign to indicate they have read and understood the handbook.

Regular Feedback

Every person in your business needs feedback, no matter what level they are working at. Feedback helps set goals and expectations for all parties, track progress, and nip any issues in the bud before they get too serious.

Annual performance reviews aren’t enough. Instead, try to create a culture of immediate, helpful, and honest feedback given regularly. Think one on one discussions, informal catch-ups and conversational reviews.

Training And Development

Developing and upskilling your staff is a great way to boost employee satisfaction and retention. Not only will it directly benefit your business when employees learn new skills, but the productivity and engagement that people put back into your business will be well worth the investment.

Need to nail the HR basics at your workplace? Then give us a call here at Spice HR. We can help you to create the foundation for the kind of workplace your employees love to come to. Getting the HR basics right is the first step towards a great workplace culture and a productive workforce.

Get in touch with us today.

Why Great Staff Engagement is Vital to Your Business

If you had the choice, would you rather eat a bowl of plain rice or a delicious, spice-filled curry?

Sure, the plain rice would satisfy a need and ease your hunger pains, but that is all. The curry would not only satisfy those hunger pains, but also provide you with the added bonus of enjoyment and nutrition.

Why are we talking about curry?

Well, it displays the difference in attitude you can receive from your team. The plain rice team will show up to work for their pay, to tick the boxes and go home again. However, that spicy curry is the team that is engaged and invested in not only their own success but that of the company too.

They both technically get the job done. The plain rice team will be just fine. But to take your business to the next level, you need a bit of spice. And how do you get it?

Staff Engagement!

Staff engagement should not be considered a buzzword. It packs a powerful punch that can level up your business, and create a productive and happy work culture.

While the concept can seem overwhelming, in reality, staff engagement doesn’t have to be complicated or expensive. It often comes down to simple processes and gestures that you can weave into your workplace.

So, sit back and read on to find out why staff engagement is so important. We will also explain how you can boost it in your business.

What Does Staff Engagement Look Like?

Staff engagement is more than saying hello when your team walk in the door in the morning. It is about investing in your team so that they invest themselves in your business.

Engaged employees don’t just show up. They are focused, energised, and productive. They also tend to go above and beyond in their work, as well as in their attitude. They are invested in the success of the company.

More than merely being satisfied and happy at work, engaged staff are passionate about it.

Why Is It Important?

An employee who is invested will try harder, volunteer to take on more, work faster and be more creative. They are great ambassadors for your business, helping to lift customers and other team members with their hard work and positivity.

Employees who are just there for the money are more likely to jump ship. Give them a reason to stay that is less about money and more about purpose.

If you need more motivation, consider the fact that businesses who put effort into engaging employees can outperform those who don’t by up to 202 percent!

How to Encourage Staff Engagement

Great staff engagement does not happen by accident. You will have to put in some work to build the kind of culture you want.

Try some of these ideas…

Make it a constant part of your culture from the top down.
Clearly communicate your company’s vision and purpose with employees. Explain your “why” and connect them with the part they play in achieving it.
Measure engagement regularly in a meaningful and authentic way (once a year surveys capture a moment in time, not an overall picture).
Listen to your employees. Provide a safe, confidential feedback loop to hear their honest views.
Support your team to grow and learn no matter what level they are at.
Maintain an open and honest management style to inspire trust.
Support work-life balance with flexible work schedules and encourage breaks and downtime to refresh.
Get to know your employees as individuals, not just workers. Connecting with colleagues on a social level is one of the most significant aspects of creating engagement.
Invest in building strong team relationships through social activities or team bonding exercises.
Offer incentives and rewards for hard work, and cater them to the individual where possible.
Acknowledge and celebrate success as a team.
Hire the right people to fit with the culture of your business.
Appreciate and celebrate your team, not only in their professional goals but personal as well.
Make your workplace fun! Encourage laughter, and think of ways to help them blow off steam after a hard week.

Staff engagement is not just about a pool table and free coffee in the break room. More than an afterthought, it is something that should be a part of your company’s ethos and culture.

Modern workers are looking for meaning and purpose. Provide those things, and you will enjoy all the perks of a healthy, innovative and productive business.

Are you a bit stuck on how to instill this culture at your workplace? Then get in touch with us here at Spice HR. Encouraging great staff engagement is one of our specialties!

Our Spicey Perspective on the Domestic Violence – Victims Protection Act

We’ve recently heard some negativity around the new Family Violence legislation. There seem to be concerns that this legislation is unnecessary, will end up being costly to employers, and is open to abuse, much like sick leave can be seen by some as an extra 5 days of leave, a given right. Here’s our thoughts on this which will hopefully provide a little perspective.

The Statistics

Family Violence is a very real problem in New Zealand. We have the highest rate in the developed world, our police attend around 200 family violence incidents a day, and despite this they estimate that only 18% of family violence is actually reported. About half of the homicides and violent crime in NZ are due to family violence.

The Reality

However, people who are impacted by family violence mostly don’t talk about it. It is extremely difficult for them to ask for help. They often feel shame, and believe they are at fault. If they have reached the point where they are asking for help, you can be sure they are pretty much at the end of their tether.

In terms of the risk of false claims, we believe this is extremely unlikely, mainly because of the stigma associated with family violence. Whilst it’s true that some people fake illness in order to take sick leave, we believe the likelihood of people faking being a victim of family violence is minimal. For most people, this is as hard to imagine doing as lying about having cancer. And remember, employers still have the right to ask for proof if they have genuine doubts.

We believe that in reality the impact on businesses will be minimal. Certainly the businesses that already offer this support (e.g. The Warehouse Group and ANZ) report that employees do not lie about being victims of family violence.

More importantly though, what’s the impact if we don’t offer this support? If you have provided a safe enough environment that someone being abused feels they can ask for help, your actions may end up saving their life. If you don’t, one of your staff members could become another statistic. It’s real. These are your people. Keep them safe.

If you’re keen to make this legislation change into a positive for your workplace, then feel free to get in touch with us here at Spice HR. We can help you to establish a policy and processes that work for you. Drop us a line today.

Reward & Recognition – Recognise Great Staff and Manage Not So Great Staff

No matter what kind of business you are in, it is the people in your team that will determine its success. Your employees are your most valuable asset and managing them well should be one of your top priorities.

It is no cliché that your team is only as strong as your weakest employee. So, it is in your best interest to create a well-rounded, high performing team.

Good management involves two key areas. The reward and recognition of great employees and dealing appropriately with poor performers.

Here are some effective strategies to guide you with both.

Recognition of Great Performance

We cannot emphasise enough how important it is to show recognition to the valuable employees who help your business succeed. Every team member wants to feel valued and the simple act of showing appreciation will boost motivation, engagement and loyalty. This leads to a high-functioning and positive team environment.

Take time to acknowledge the daily small wins as well as the big successes. Drop in to say thank you in person, or take a minute to personally send an email. Make sure you clearly state what the employee did that was appreciated so they can strive to do it again.

It can also be helpful to publicly acknowledge an individual in front of colleagues. Done in the right way, this can motivate the rest of the team. Just be careful that the recognition is not perceived as favouritism. Share the love around all your team members every time they do something good. Also be aware that public attention can make some people uncomfortable, so do it in a welcoming way.

You know those lovely comments you receive from clients, customers or other team members? Always make sure you pass them on to the relevant staff member and their direct manager.

Rewards

Using tangible rewards can be a great way to show recognition and to give credit where credit is due. You can do this in a number of ways:

shouting a team lunch after a successful completion of a project
implementing a bonus scheme,
granting special leave or an extended lunch break
having the occasional early finish at the end of the week

These small gestures can go a long way to making people feel appreciated and cost very little to implement in the greater scheme.

Whatever you choose to do, make sure it is genuine recognition. Employee of the month programmes are not necessarily an effective idea. They are considered to be an old-school “ticking the box” style of recognition, that means you have to hand out a reward every month even if there is nothing noteworthy to celebrate.

Instead, put efforts into getting to know your team, understand their personal and professional goals and reward hard-working employees with things that support these ambitions. You can offer them the opportunity to attend courses, conferences and seminars that further their career and at the same time, enhance your business.

As with any management program, ensure your entire team knows the standards and expectations for success and reward. That way, everyone has something to strive for and an equal opportunity to gain reward and recognition within the business.

However managing staff is not always a bed of roses. Let’s now turn our attention to a few ways you can deal with the negative aspects of managing a team!

Dealing with Poor Performance

Managers often struggle with how to deal effectively with consistently poor performers. It can be an unpleasant experience, but if you don’t take the time to address the behaviour, it can have a negative effect on your entire team, and your bottom line.

The impact can cause your best team members to become resentful at carrying the load for the underperformers. It can also reflect negatively on your business as a whole. It could signal to other members of your team and your clients for that matter, that your business is prepared to accept mediocrity. Along with this, you will end up wasting precious time and resources.

So, what can you do about it?

The very first step is to ensure you have clear, concise and up to date Job Descriptions that clearly outline the expectations of each role. Once you have confirmed that the JD’s are reflective of the role requirements, there are a couple of strategies that you can take to deal with poor performance:

Introduce a PIP (Performance Improvement Plan)

A PIP is a great way to help underperformers to reach their potential. The first step is to have a meeting with the employee addressing your concerns. Show them the areas where they are falling down, and then put a plan in place to help them improve. That could include extra training or support, as well as a realistic timeframe and a realistic way to measure the improvement.

The simple act of implementing a PIP can markedly improve performance as the employee is aware of the expectations placed on them. To make the PIP effective, meet with your problematic employee on a regular basis to provide and receive honest feedback on how things are going.

If things are going well then you can celebrate and put the negativity behind you. But if things are not going so well, then it might be time to formalise the process.

Starting the Disciplinary Process

If your underperformer is still not performing to the desired or required level and continues to display a bad attitude, then the next step could be starting the disciplinary process. This is an in depth, specific process that requires formal meetings and written documentation.

If you do not have a specialised team member who is qualified to handle this process, then we really encourage you to seek HR advice. This is not a process that you want to get wrong, as it could involve a personal grievance claim or worse.

Here at Spice HR we are the HR specialists you have been looking for. Get in touch with us for any advice or support that you need for both the positive and negative processes involved in effective people management.

Mid Year Madness – Why You Need A Mid Year Review

Did you blink and all of a sudden, it was the middle of the year? Where did February go, let alone April and May! The year is racing by as it always does. So, now that we are in the midst of June it is time for a mid year check in.

How is your year going? Are you achieving the things you want to?

If not, don’t panic. There is still another 6 months to go.

Let’s look at the areas you should explore in your mid year review to keep yourself on track for the end of the year.

Pause And Assess

You can freak out about how much of the year has already passed, or you can look at it in a more positive light and learn from the first 6 months. What has worked well in your team, and what hasn’t? Are particular team members excelling, do some people need some help and guidance?

After 6 months of business, you will have a pretty good idea of how the year is going. Use that knowledge to build an even better second half of the year.

Recognise Changes

A lot can happen in 6 months. The year could pan out differently to what you had imagined when it started. Unexpected events could have happened, law changes such as the rise in minimum wage might have affected your business, or you could have had a staff change within a key role.

Whatever changes you have experienced, it might mean that your business is on a slightly different path to what it was before. It is important to recognise and acknowledge that. It might have changed your goals, your direction, or team dynamic. Evolve with the changes, don’t get stuck and unable to move forward.

Goal Assessment

Many businesses set goals in January for all the amazing things they are going to achieve in the year. But then business life happens, things get busy, and the goals often get cast aside. But if you set the goal in the first place, it was obviously something you were passionate about. It is not too late to reignite that passion.

The middle of the year is a fantastic time to restart progress on your goals. Why? Because you have 6 months worth of knowledge on how the year is panning out. You can tweak your goal to ensure it is not only achievable, but resonates with what you know about the year so far.

Once you have finished tweaking, it is time to establish a timeline. Look at what you want to complete and how long you have to do it, then break the goal down into what you want to achieve each month. Then break it down further to what you want to achieve each week. You will be well on target to achieve your reworked goal by the end of the year.

KPI Review

After reviewing your goals, it is vital that you then review your KPIs to check that they are still in line with the areas you want to focus on. After all, the purpose of a KPI is to ensure your business is on track to achieve your objectives. Reviewing individual and business KPIs will allow you to get the most out of the year. Even if things have not changed markedly, you still need to take the time to review KPIs to ensure everything is on track.

Employee Check In

The middle of the year is a fantastic time to check in with your team members. While we encourage regular catch ups throughout the year, we do understand that things can get busy. That is why we recommend that you make a real point of connecting with each of the members of your team individually in the middle of the year. That includes employees, contractors, service providers, and volunteers.

This doesn’t have to be a formal appraisal situation, but it does need to be a valuable meeting. Here are some of the things you should cover off…

Recognising achievements and positive behaviour
Setbacks and errors should be addressed at the time of occurrence, don’t save them all up for a mid year review, or end of year assessment. However, if they have not been addressed, now is a good time to provide constructive feedback so that the same mistakes don’t keep happening
Discuss how they are finding their role
Offer opportunity for upskilling if needed
Discuss each employee’s individual goals and ambitions – they may be ready for the next step
Ensure they are adhering to their personal KPIs

Does the thought of a mid year review send you into a panic? If that is the case, we are here to save you time, stress and energy with some great advice on how you should complete it. Get in touch with us today so that your business can have an exciting and productive second half of the year!

Creating The Ideal Workplace Culture With The Spice HR Gals!

Once upon a time there were two girls called Nic striving for the ideal workplace culture. Yes, confusingly they are both called Nic. They also both had a passion for valuing people and helping businesses succeed. So they decided to create a great little business called Spice HR.

This story does not have a happy ending. But that is only because it hasn’t ended yet. Instead, it is still being told every day across Auckland in many businesses just like yours.

Would you like to hear more of it?

The Spice Story

It has been an exciting few years for us. We began Spice HR because we saw a real need to support and educate business owners who did not have an internal HR department.

There is so much to consider in a business that HR often gets put in the too hard basket. But, without good HR practices you can end up with unhappy staff, poor systems, and not complying with NZ Employment Law.

With more combined years of HR experience than we would like to admit, we knew that we had the skills to help business owners just like you. So that is what we decided to do.

The Spice Gals?

It is no coincidence that we call ourselves the Spice Gals.

We are not your ordinary HR team. Let’s face it, HR is not the most exciting topic in the world. We like to ‘Spice it up’ with a bit of interest and flavour. It does not have to be all about regulations and form filling. In fact, that is our least favourite part of HR too. We are far more concerned with the ideal workplace culture.

Sometimes we have been called into a business because the owner thinks there is ‘Something kinda funny going on’. We have had to say to a few managers, ‘Stop right now’, ‘Who do you think you are’? If you ‘Wannabe’ a true leader you might want to adopt some strategies from the ‘Spice World’ and ‘Say you’ll be there’ for your team.

Eeek, the cat is out of the bag. Now you know our secret! We are not only flavoursome – we may have also been known to occasionally sing along to the odd Spice Girls tune. But we promise we won’t bombard you with any more Spice Girl puns.

All jokes aside, we really are passionate about helping businesses perform at their best. And a business’ biggest asset is its people. It would not be able to run without them. So, we really do want to help Managers lead a team of happy and productive staff members.

Our Philosophy

Get ready, Spice has a third hidden meaning. This one is far more ingrained in us than flavour and catchy 90s song tracks…

S – Service

P – People

I – Ideas

C – Culture

E – Engagement

This is what Spice HR is really about. We truly believe that the secret to business success is getting the most out of your staff. And we cannot give you advice on how best to handle your HR until we know how your business ticks. That is why we take the time to know who your business is and what you stand for before we provide you with a tailored HR package.

We don’t want HR to be a scary thing for you. So, our process is simple. Tell us what is going on, where you are having problems, where you would like to improve and leave the rest to us. We can help as much or as little as you need us to. We know that every business is different and a one-size-fits-all solution is not going to work. Which is why we personalise our services specifically for your needs.

Creating The Ideal Workplace Culture

Your people are at the forefront of your business. They are the ones doing the doing and having the good ideas. To really let your people shine, you need to cultivate the right culture and encourage engagement. That way, each and every one of your staff will want to come to work every day. And when they are there, they will be productive and give everything they have.

That kind of ideal workplace culture does not happen by accident. But we can help you create it if it doesn’t exist at your workplace. Get in touch with us and we can really help your staff feel valued and work towards your common goals as a team.

Give us a call or shoot us an email today.

Workplace Health and Safety Systems Should Be More Than Just ‘Safety’

Alright, we know we said those dreaded three words… Health and Safety. But those words and the policies that support them are a necessary evil at all workplaces regardless of the size or type of business. We can bet you have dotted your I’s and crossed your T’s by having processes in place for safe work practices. But have you considered the health and wellness of your team as part of those processes?

On the third anniversary of the Health and Safety At Work Act we thought it was time to delve into the total safety at your workplace.

What is Workplace Health and Safety?

You probably know workplace health and safety as preventing injury, setting up safe practices and managing risks. It is all of these things of course, but in our eyes, workplace health and safety is so much more. Having all of these practices in place is no good if your team is stressed out and staff morale is at an all time low.

Why is that?

Because unhappy staff are not safe staff. Stressed staff are not safe staff.

For a completely safe workplace, you need to consider wellbeing and stress reduction as part of your policies. Let’s look at ways you can do that.

Ways to Improve Staff Wellbeing at Your Workplace

As you well know, your staff are your most important business asset. Without them the work wouldn’t get done, the clients would not be looked after, and the sales would not be made. So, you want to do what you can to look after their wellbeing.

Stress is an absolute killer. It causes a drop in productivity, lowers the whole mood of the office, causes mistakes to be made, and results in staff taking sick days. You don’t want an atmosphere of stress at your workplace.

Here are some ways to promote wellbeing and prevent stress…

Recognise Team Strengths

Remember that skill matrix that we talked about? It’s time to refer to it again. Knowing the specific skills of your staff members means that you can assign tasks that align with their strengths. Not only will they enjoy completing the task, but it will be done quickly and efficiently. That’s a win for everyone! Being happy in your work reduces your chance of stress and improves staff morale. Sounds good right?

Assess Workloads

There will be certain times when your whole team is under the pump. But that should not be the case on a daily basis. Overworked staff are stressed and unproductive. So keep an eye on each individual’s workload to ensure it is not getting out of control. Try to spread the load across the whole team, and encourage them to help each other out. If your whole team are constantly under pressure, it might be time to reassess your staffing levels and consider adding to your team.

Offer Flexible Conditions

A little bit of give and take with your team will show them you respect and care for them. One way to do this is to offer flexible working conditions. The nature of your business will dictate how flexible those conditions can be.

You could try…

Different start and finish times to avoid traffic or to accommodate staff with families
Remotely working for some or all of the week
Job sharing
Shorter hours or a reduced work week

Raising Staff Morale

Happy staff are productive and positive. Creating a great atmosphere for your staff to work in is really important. Here are some ideas for raising staff morale…

Giving credit where credit is due – recognising when people are doing a great job and acknowledging it
Providing a space for creative brainstorming and ideas
Ordering a weekly fruit basket for the office to share
Organising team building activities away from the office to promote camaraderie
Offering on-site workplace massage
Regular team catch ups to address issues as they arise
Discouraging negative office behaviours

It might be surprising to think of stress management and staff wellness as part of your health and safety procedures. But when you examine it closer, it really does make sense. Staff that are happy in their work and aren’t stressed will be safer and more productive.

Have you thought about how you can incorporate wellness into your workplace health and safety? If you have not yet considered it, now is the time to change that. Don’t hesitate to get in touch with us here at Spice HR if your wellness policies need some work! We are experts in this area and are happy to share our knowledge with you.